People Analytics Deconstructed

Millan Chicago
  • 5.0 (13)
  • BUSINESS
  • WEEKLY SERIES

Are you responsible for understanding an employees’ experience? Have you tried to incorporate people analytics in your organization but have struggled? Have you ever wondered what it means to have a data culture? Would you like to make more data-driven decisions? These are the kinds of discussions you can expect to hear on People Analytics Deconstructed. Co-hosts Ron Landis and Jennifer Miller are co-founders of Millan Chicago, a data science consulting company dedicated to helping organizations make the most out of their data. Each week, they will ‘deconstruct’ modern and contemporary topics in the People Analytics space.

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  1. EPISODE 1

    Embracing the Future: A Look Ahead to the New Year

    People Analytics Deconstructed is back for Season 2! In this season opener, hosts Ron and Jennifer kick things off by discussing what's in store for the upcoming season. From guest interviews with industry and academic experts to deep dives into workforce analytics, this season promises insightful conversations for anyone passionate about using data to drive decisions in the workplace.  In this episode, Ron and Jennifer discuss the foundational framework that organizations should follow when solving challenges using analytics. They break down the key steps to take when making strategic decisions that are informed by data.  Key Takeaways:  As we kick off the new year, think about what’s truly necessary for your organization. Use a data-informed approach to make strategic decisions. The essential steps for making data-driven decisions: Understand the focus of the effort – What are you trying to solve? What decision needs to be made? Collect key information – With a clear focus, gather the right data to inform your decision. Analyze the information – Understand what the data is telling you and apply the right techniques to summarize and identify patterns or differences. Interpret the analysis – Relate the analysis to the initial challenge to guide you toward a data-informed decision. Tune in for a fresh start to Season 2, where we’ll continue exploring how analytics can shape the future of work!   Contact Us!   We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at podcast@millanchicago.com.  For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.

    28 min

  2. EPISODE 2

    The Lack of Generational Differences with Dr. David Costanza

    In this episode, Jennifer and Ron sit down with Dr. David Costanza, a Professor of Commerce at the University of Virginia, to explore his groundbreaking research on generational differences in the workplace. While it’s widely believed that different generations have distinct traits, Dr. Costanza reveals there’s no solid scientific evidence to support this idea. They dig into the dangers of using generational labels, how these labels shape workplace dynamics, and uncover the real factors behind what we often misinterpret as generational divides. If you’re ready for a fresh perspective on how age-related assumptions influence the workplace, don’t miss this eye-opening discussion!  Key Takeaways:  Generational differences? Not so much. Dr. Costanza walks us through his research (including two extensive meta-analyses!) showing that there’s no scientific basis for generational differences in the workplace. The harm in labeling. When we use generational labels, we risk stereotyping individuals based solely on when they were born—oversimplifying the unique experiences and skills they bring to the table. The real causes of 'differences.' Many of the traits we attribute to specific generations are more likely to be cohort or period effects—shaped by historical or cultural events rather than age. Focus on opportunities, not generations. Instead of making decisions based on generational assumptions, organizations should ensure that opportunities are accessible to everyone, regardless of age. Tailoring solutions to perceived generational gaps often misses the mark. Contact Dr. Costanza  Academic Website LinkedInEmail - david.p.costanza@gmail.comContact Millan  We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at survey@millanchicago.com.  For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.

    31 min

  3. EPISODE 3

    Leveraging Data to Optimize Performance Management with Regina Taute

    In this episode, we sit down with Regina Taute, a seasoned Talent Management expert with over 20 years of experience. Regina shares her insights on the evolving role of data in performance management, exploring how different work environments, including hybrid models, can impact performance evaluation. We discuss why technology should support, not define, your organizational culture, and the critical components needed for successful performance management, no matter where your team is working from.  Key Takeaways:  The Role of Data in Performance Evaluation: Using data in performance management is crucial for accurate assessments. The shift away from traditional numeric evaluations has brought challenges when performance isn’t evaluated using quantitative approaches. Culture Drives the Process, Not Technology: Technology alone can’t create an effective performance management system. Company culture should guide the process, ensuring it aligns with core values, mission, and business goals. Goal Setting is Key: Clear, measurable goals are at the heart of successful performance management. Regina highlights how effective goal setting connects to broader performance strategies and how it serves as a tool for growth and improvement. Adapting Performance Management to Hybrid Environments: Performance management needs to adapt to hybrid work environments. The key components for success include clear communication, flexibility, and consistent feedback, regardless of whether employees are in the office or working remotely. Contact Regina Taute LinkedInCollective GrowthEmail - regina@collectivegrowthcc.com Contact Millan  We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at survey@millanchicago.com.  For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.

    31 min

  4. EPISODE 4

    Understanding Meta-Analysis: What Practitioners Need to Know

    In this episode, we’re diving into the world of meta-analysis and its importance for decision-making in professional settings. While we won’t get into the technical aspects, we will focus on how to effectively use and what to consider when reading a meta-analysis. We’ll break down why this technique is critical, especially for those making policy or procedural decisions based on research.    Key Takeaways:  What is a meta-analysis? A meta-analysis combines data from multiple studies to provide a clearer and more reliable picture of the effect of a certain phenomenon. The goal is to take the variability from individual studies and make informed decisions based on a broader data set. Why does a meta-analysis matter? Meta-analyses are essential when making significant decisions in work settings, like policy or procedural changes. Instead of relying on anecdotal evidence or small sample studies, practitioners can reference meta-analyses that aggregate findings from hundreds of studies for more reliable data. Are all meta-analyses created equal? Not all meta-analyses are created equal. It’s crucial to consider the quality of studies included and the transparency of the meta-analysis process. Look for proper reporting guidelines and study inclusion/exclusion criteria. If you’re making decisions in your organization, consider reviewing meta-analyses related to your topic. Whether it’s remote work, employee well-being, or another area, see what broader research trends tell you. Contact Us  We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at survey@millanchicago.com.   For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.

    26 min

  5. EPISODE 5

    Measuring Feedback Effectiveness: From Conversation to Concrete Results with Shea Smith

    In this episode, Shea Smith, an executive coach who helps leaders get unstuck, shares her insights on the importance of feedback for team and organizational growth. We discuss how to capture and measure the behavior of giving and receiving feedback as well as the challenges in quantifying feedback. The discussion highlights that ineffective feedback often stems from vague delivery, poor timing, and a lack of connection to individual and organizational goals. To improve, leaders need to be intentional, ensure feedback is truly heard and understood, and foster a culture of trust where feedback is seen as an opportunity for growth. Ultimately, the conversation explores how organizations can move beyond anecdotal evidence to quantify the ROI of investing in feedback processes and training, linking it to tangible outcomes like improved performance, reduced turnover, and increased engagement.  Key Takeaways Effective feedback is a two-way street that requires both skillful delivery and a receptive mindset. Measuring the impact of feedback goes beyond simply tracking conversations and involves looking at tangible outcomes and changes in behavior. Building a culture of trust and psychological safety is essential for individuals to be open to receiving and acting on feedback. Organizations should consider investing in training for both giving and receiving feedback to maximize its positive impact on performance and culture. Connecting feedback to individual and organizational goals increases its relevance and drives meaningful change. Contact Us  We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at survey@millanchicago.com. For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.  Contact Shea Smith  Shea Smith is an executive coach who equips high-performing teams and individuals to break through barriers, expand their vision, and deliver outstanding results. Since 2014, she’s been helping leaders get unstuck, think bigger, and achieve lasting transformation that redefines what’s possible. Shea is passionate about empowering her clients to push beyond high performance and unlock extraordinary growth. thesheasmith.com, thesheasmith@gmail.com

    33 min

  6. EPISODE 6

    What Is Talent Management? Insights for the Future-Focused Organization with Dr. Julianne Brown Meola

    In this rich and timely conversation, Dr. Julianne Brown Meola joins Jennifer and Ron to explore the evolving landscape of talent management. Drawing on her extensive experience across multiple industries—including retail giants and Fortune 500 companies—Julianne offers a candid, practical, and strategic view of how organizations can navigate workforce challenges in a rapidly shifting environment. Key Takeaways:  Talent management is more than hiring. It spans workforce planning, development, retention, and transitions—all aimed at growing both individuals and the organization.Measure what matters. Organizations often collect too much data without knowing how to use it. The focus should be on meaningful, actionable insights—not just numbers.AI is accelerating talent work. From training design to communication, AI offers efficiency—but ethical use and human oversight are key.Future readiness is top of mind. Organizations must build skill-based pipelines and prepare current employees for emerging challenges.Career paths are evolving. The traditional step-by-step ladder is giving way to skill-based growth and internal mobility. Flexibility and visibility are essential.Contact Dr. Brown Meola LinkedIn Profile Contact Millan  We’d love to hear from you! If there’s a people analytics topic you’re curious about or would like to explore further, don’t hesitate to reach out to us at survey@millanchicago.com. For more information about our services and insights, visit our website at www.millanchicago.com, or connect with us on LinkedIn: Millan Chicago.

    39 min
See All Season 2 (6)

Ratings & Reviews

5
out of 5
13 Ratings

About

Are you responsible for understanding an employees’ experience? Have you tried to incorporate people analytics in your organization but have struggled? Have you ever wondered what it means to have a data culture? Would you like to make more data-driven decisions? These are the kinds of discussions you can expect to hear on People Analytics Deconstructed. Co-hosts Ron Landis and Jennifer Miller are co-founders of Millan Chicago, a data science consulting company dedicated to helping organizations make the most out of their data. Each week, they will ‘deconstruct’ modern and contemporary topics in the People Analytics space.

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